Change Management Training

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Leading Employees Through Change

  • Existing changes are only mildly successful and filled with “missed opportunities”
  • Management isn’t sure of the best way to introduce or implement important changes
  • Marketplace competition is being lost because of the inability to implement successful change
  • Key employees are frustrated with the negative results of unsuccessful change
  • The rumor and gossip mills are running full steam
  • Employees refuse to accept new ways, directions, people or responsibilities
  • Productivity, sales and quality are affected by having to remain in the status quo
  • The prospect of increased turnover looms because of the uncomfortable work climate
  • Supervisors and managers have not received change management training
  • Employees have not received change management training
  • Most management training doesn’t address change management training

Preparing Yourself for Change

  • Attempts at change are unsuccessful or ‘under’ successful
  • People resist change and refuse to accept new or different ways of doing things
  • Individuals tend to focus only on the negative aspects of change
  • Employees can’t or won’t see the positive aspects of change
  • Cynicism sets in due to previous numerous unsuccessful attempts at change
  • Leaders don’t know how  to introduce change effectively
  • Leaders fail to gain support for change prior to implementation
  • Too much simultaneous change is taking place at once
  • Employees don’t receive enough information during the change implementation
  • Negativity, griping and complaining takes up too much energy and  time during change

Overcoming Negativity in the Workplace

  • A work climate of distrust or mistrust is reducing productivity and morale
  • Distracted or disenchanted employees are making preventable mistakes
  • It’s not fun or enjoyable to come to work anymore
  • Employees are spending too much time complaining and griping, not enough time working
  • Our time is spent tracking down rumors and gossip instead of doing our jobs
  • Employees are talking badly about us to other departments, customers or clients
  • Employees question the motives or “hidden agendas” behind simple changes or requests
  • The negative work climate is causing employees to call in sick, request a transfer or quit
  • Back-stabbing and rumor mongering is creating an adversarial management employee relationship
  • Conversation in the lunch or break room ceases when a manager walks in
  • Supervisors have not received management training
  • Employees have not received negativity in the workplace training
  • Most management training doesn’t address negativity in the workplace issues

Defusing Employee Attitude Problems

  • Manager’s job duties are affected by the time necessary to deal with the attitude problem
  • Performance improvement discussions become frustrating arguments and debates
  • Time spent with the attitude problems takes managers away from employees who want to improve
  • Manager’s enthusiasm is diminished after working with this problem employee
  • If not addressed, the attitude can become contagious and infect an entire department
  • People are reluctant to address the problem because of this person’s confrontational nature
  • Productivity is affected because other employees refuse to work with this attitude problem
  • People walk on “eggshells” around this employee afraid they will blow up if offended
  • This attitude problem is causing other employees to call in sick, request a transfer or quit
  • Clients, customers or other managers request this person not work with their people
  • Supervisors have not received management training
  • Most change management training doesn’t adequately address attitude issues

Creative Problem Solving Skills

  • Employees aren’t thinking  ‘outside the box’ when solving problems
  • Same mistakes are repeatedly made during problem solving process
  • New or creative ways of doing things are not being developed
  • Critical thinking or creative problem solving isn’t taking place
  • New or different problems surface people aren’t sure how to address them
  • Current problem solving takes too long to generate solutions
  • Current problem solving methodology doesn’t solve the problem
  • Employees are too comfortable in the status quo of current problem solving techniques
  • Employees resist change to different methods of problem solving
  • Employees have never received training in creative problem solving

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